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Importance of the internal sources of recruitment.

(1) Familarity with the policies: Internal sources of recruitment is considered as best practice because the internal candidates are well familiar with the policies of the enterprise. Management does not have to exert in familarising them with the rules, policies etc., of the company.

(2) No need of References: The organisation knows the abilities and loyalties of its employees. It does not require anybody's reference about their ability, integrity and moral character.

(3) Economical: Recruitment from within the organisation is economical in the sense that employers do not have to spend on the advertisement, contractors, etc. Moreover it also saves time required in administering various tests etc.

(4) Balancing of Staff: There may be some departments having ample staff and some others having shortage of staff. Transfers as internal source of recruitment helps in solving the problem of overstaffing and understaffing in the different departments of the organisation.

(5) Enhances Employees Morale: Promotion within the organisation enhances employees morale. The policy of internal promotion makes them enthusiastic and optimistic. Promotions within organisation are positive morale builders.

"Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation."

Five merits of internal sources of recruitment are:

(1) Familarity with the policies: Internal sources of recruitment is considered as best practice because the internal candidates are well familiar with the policies of the enterprise. Management does not have to exert in familarising them with the rules, policies etc., of the company.

(2) No need of References: The organisation knows the abilities and loyalties of its employees. It does not require anybody's reference about their ability, integrity and moral character.

(3) Economical: Recruitment from within the organisation is economical in the sense that employers do not have to spend on the advertisement, contractors, etc. Moreover it also saves time required in administering various tests etc.

(4) Balancing of Staff: There may be some departments having ample staff and some others having shortage of staff. Transfers as internal source of recruitment helps in solving the problem of overstaffing and understaffing in the different departments of the organisation.

(5) Enhances Employees Morale: Promotion within the organisation enhances employees morale. The policy of internal promotion makes them enthusiastic and optimistic. Promotions within organisation are positive morale builders.

Merits of internal sources of recruitment:

(a) Motivates employees as promotion at a higher level may lead to a chain of promotions at lower levels in the organisation as well.

(b) Simplifies the process of selection as the candidates are already known to the organisation.

(c) No need for induction training as the employees are already familiar with the organisation.

(d) Helps in adjustment of surplus staff in those departments where there is shortage of staff.

(e) Economical source of recruitment.

Detailed Answer:

"Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation."

Five merits of internal sources of recruitment are:

(1) Familarity with the policies: Internal sources of recruitment is considered as best practice because the internal candidates are well familiar with the policies of the enterprise. Management does not have to exert in familarising them with the rules, policies etc., of the company.

(2) No need of References: The organisation knows the abilities and loyalties of its employees. It does not require anybody's reference about their ability, integrity and moral character.

(3) Economical: Recruitment from within the organisation is economical in the sense that employers do not have to spend on the advertisement, contractors, etc. Moreover it also saves time required in administering various tests etc.

(4) Balancing of Staff: There may be some departments having ample staff and some others having shortage of staff. Transfers as internal source of recruitment helps in solving the problem of overstaffing and understaffing in the different departments of the organisation.

(5) Enhances Employees Morale: Promotion within the organisation enhances employees morale. The policy of internal promotion makes them enthusiastic and optimistic. Promotions within organisation are positive morale builders.

1. Through advertisement,
2. Through employment exchange,
3. Through educational institutes,
4. Through trade unions,
5. Through contractors and jobbers,
6. Recruitment at the gate, and
7. Modern methods.

Limitations of Internal sources of recruitment:

(i) When vacancies are filled through internal promotions, the scope for fresh talent is reduced.

(ii) The employees may become lethargic, if they are sure of time bound promotions.

(iii) The spirit of competition among the employees may hamper.

(iv) Frequent transfers of employees may reduce the overall productivity of the organisation.

(v) It may not be possible for an organisation to fill all vacancies from internal sources.

(a) Yes. 

(b) Importance of Training

A.  Benefits to the Organisation 

(1) It enhances employee productivity both in terms of quantity and quality, leading to higher profits. 

(2) Training reduces absenteeism and employee turnover.

(3) It helps to obtaining effective response to the changing environment. 

(4) Training increases employee morale. 

(5) If the employees are given adequate training, the need for supervision is minimum.

(6) Trained employees can use materials and machines economically. It helps to reduce cost of production.

B. Benefits to the Employee 

(1) Training helps in securing promotion and career growth. 

(2) Increased performance by the individual helps him to earn more. 

(3) Training helps to reduce the chances of accident and wast ages. 

(4) Training increases the satisfaction of employees.

(a) Apprenticeship training

Some of the methods of on-the-job training are: 

1. Apprenticeship training: It is the formalized method of training curriculum program that combines classroom education with on the job work under supervision. It is also called ‘Understudy’ in which a trainee is put under the supervision and guidance of an experienced expert. This method is best suited for training in crafts, trades and technical areas.

2. Coaching: In this method, the trainee is placed under a particular supervisor, who functions as a coach in training the employee. This helps the learner to pick up the skill in speed. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement.

3. Internship Training: It is the system of on the job training that allows learners to gauge their interest in their chosen professional area. This method is usually meant for such vocations, where advanced theoretical knowledge is to be backed up by practical experience on the job.

4. Job – Rotation: It is the method of training which serves the purpose of employee development through provision of diversified training. Here, an employee has to rotate from one job to another, and from one section to another.

It refers to filling and keeping filled the posts with people. Process: The staffing process includes the following steps:

i. Estimating the Manpower Requirements: At the first step of staffing the need for required number of employees is estimated. At the time of determining the number of persons required, the possibilities regarding internal promotions, retirements, resignations and dismissals, etc. are also taken into consideration.

ii. Recruitment: The process of recruitment includes the search of the various sources of employees, and encouraging them to send their applications to the enterprise.

iii. Selection: Under the process of selection, competent applicants are selected out of a large number of them. It is important to keep in mind that the ability of the applicant and the nature of work must match.

iv. Placement and Orientation: Placement means to join the post for which he/she has been selected. Under orientation the employee is given a brief presentation about the company and is introduced to his superiors. Subordinates and colleagues.

v. Training and Development: At this step of process of staffing, training and development are imparted to the employees so that their efficiency and effectiveness is increased.

vi. Performance Appraisal: At this step the capability of every employee is judged. To judge his capability his actual work performance is compared with the work assigned to him.

vii. Promotion and Career Planning: Under this step, in the process of staffing, employees get promoted to higher posts on the basis of their capability.

viii. Compensation: This step of staffing process involves fixing the compensation of an employee for his contribution to the organisation. Compensation refers to all forms of pay and rewards going to employees. Basically, it is the price for the job.

i. Induction Training: Induction training means to acquaint the newly appointed employees with their job and the organisation. Under this, new employees are introduced both to their superior and subordinates so that they can work with them as a team. Apart from this, he/she is informed about the objectives and policies of the organisation. He/She is also informed about their own authorities and responsibilities. In short, the purpose of induction is to accommodate new employees in the new environment expeditiously.

ii. Apprenticeship Programme: This method is used in those cases where longterm training is required to attain complete proficiency to perform a particular job. The trainee is required to work with an expert for a specific period of time. The period of training may often vary from two to seven years. During the course of training, the expert imparts complete knowledge of both theoretical and practical aspects of the job.

iii. Internship Training: Under internship training, technical institutions and business organisations jointly impart training to their members. The objective of this training is to strike a balance between theoretical and practical knowledge. Educational institutions impart theoretical knowledge to their students but for practical knowledge they are sent to business organisations. Likewise, employees already working in business organisations are sent to educational institutions from time-to-time to get latest theoretical knowledge. In this way, both kinds of institutions render mutual help to each other.

A common topic presented before the candidates for discussion. It offers candidates to express their style, which allows interviewers to assess a candidate's skills

Internship is a system of on the job training, that allows learners to gauge their chosen profession area.

It is the formalized method of training with, on the job work under supervision.

Development of people

The correct answer is Development.

• In simple words, “Training means providing theoretical and practical knowledge with reference to the work of the employees.”
• According to one expert, “Training means giving up-to-date information about the organization and also to increase efficiency, skill, aptitude, attitude and technical skill of the employee.”

Top managers and departmental heads are given special training. The objective behind the same is to develop their mental power and improve their policy based decision taking ability.

Correct option is (B) Experts of various fields

Recruitment is concerned with discovering the sources of manpower required and tapping these sources.

Correct option is (A) Development of managers and officers

Correct option is (A) Training

Correct option is (A) Overcoming shortage of employees

To acquire the right employees and make the best use of them.

Promotion. All others are external sources of recruitment.

(d) Motivation of employees

Recruitment is a positive process because it is concerned with attracting qualified and competent individuals to apply for a job while selection is a negative process because it refers to choosing the best among them and rejecting unsuitable candidates.

There are certain employment contractors who mainly supply unskilled labourers to the organizations. The business enterprise makes a contract with such contractors where in the contractor takes the responsibility to supply the workers to the enterprise.

Recruitment at the gate means workers are recruited by business enterprises by placing a notice at the factory gate. This is mostly done for daily wage workers.

It would enable us to know the number and types of man-power necessary for the accomplishment of various job.

i. Violating the rules and conditions.

ii. False advertisement.

It helps to improve the motivation, loyalty and satisfaction level of employee.

i. Not obeying the right of equality.

ii. Less importance to women employees.

Characteristics of Staffing:

• Important Function of Management
• Perennial Process,
• Concerned with Human Relations
• Staffing is Dynamic Process
• Related with other Managerial Functions
• Wide Scope and
• Capital Expenditure (Investment).

• The process of recruitment i.e. acquiring employees for the work and training and maintaining them in the organization is called staffing.
• In general terms, staffing refers to just recruitment. But, the concept of staffing is much broader and it includes all the activities of selection, training, promotion, transfer and post-retirement activities.

Characteristics of staffing: 

1. Important function of management: Just like planning, organizing, directing, co-ordinating and controlling, staffing is also one of the important functions of management. ,

2. Perennial process: Organization cannot exist without employees. As long as organizational activities exist, employees and staffing wili also exist.

3. Related to human relations:

• The main objective of staffing is to acquire the right employees and make the best use of them to achieve the business goals.
• Out of all the factors or production, employees are the only one in living form. Humans have feelings, emotions and self-respect.
• Since staffing is related with human element, humanitarian behavior is expected towards them when they are made to work in the organization.

4. Staffing is a dynamic process: Appropriate staff brings dynamism in all the activities of an organization.

5. Related with other managerial functions: Other managerial functions like planning, organizing, directing, co-ordinating ‘ and controlling are closely related to staffing.

6. Wide scope: Staffing has a very wide scope and it does not end just at recruitment. It takes care of labour welfare, training and maintaining personnel and also working for their development.

7. Capital expenditure (Investment): The expenditure incurred for recruitment, selection, training and development of the staff is not an expense but an investment.

• Appropriate and efficient staff brings dynamism in all the makes all the activities of an organization.
• If the employees are efficient and if the organization can satisfy their needs, then the employees can become the driving force of the organization.
• An efficient staff by making correct use of other factors of production can accomplish the objectives of business successfully.
• Efficient staff can increase the quality of production. Moreover, their efficiency can lead to higher productivity and reduced wastage.
• Thus, efficient staff is an invaluable asset.

• Small companies hire trainers and pay for their training fees, accommodation, conveyance, etc.
• Large organizations set-up a separate training department. They appoint/ special officers who provide training to. new employees.
• The organization has to incur huge expenses on all these training activities.
• On the brighter side, training improves the efficiency of the employees. It makes them more productive.
• Better trained personnel save resources such as raw material, time, energy and effort. These savings lead to indirect earnings to the organization.
• Training increases morale and motivation of the employees.
• They become more loyal towards the organization and their turnaround rate reduces.
• Absence of training can lead to losses of all these benefits. Hence, it is said that although training is expensive, its absence is more so.

• Planning is considered the brain of organization and management. But once the planning is done it needs to be executed too.
• The job of execution is taken care by the staff. It is staffing that performs all the planned activities.
• Staff does the production and also increases the productivity.
• Without staff, the organization is a dead organization in which no activity can take place.
• Thus, staffing is like the different limbs of the organization.

Class 12 Business Studies MCQ Questions Staffing with Answers was Prepared Based on Latest Exam Pattern and syllabus. Students can solve NCERT MCQ Questions for class 12 Business Studies Staffing with Answers to know their preparation level. Multiple Choice Questions for important part of exams for class 12 Business Studies and if practiced properly can help you to get higher marks.

Practice the Business Studies Quiz Questions with Answers for Class 12 and prepare to help students understand the concept very well. It is very important for students who want to score good marks in their CBSE board examination. You can also verify your answers from our provided Staffing Class 12 MCQ Questions with Answers. 

1. In staffing function, which one of the following groups of managers is involved?

(a) Only top managers
(b) Only human resource managers
(c) Only middle managers
(d) All managers

2. In staffing function, which combination of activities in sequential order is correct?

(a) Recruitment, selection, training, placement
(b) Selection, training, recruitment, placement
(c) Recruitment, selection, placement, training 
(d) Recruitment, training, selection, placement

3.Which of the following is an internal source of recruitment?

(a) Transfer
(b) Casual callers
(c) Labour contractors
(d) Advertising on television

4. Which type of learning is management development concerned with?

(a) Specific job skill development
(b) Multi-skill development
(c) Manual skill development
(d) Inventory development

5. For which group of persons is vestibule training relevant?

(a) Operatives
(b) Top management
(c) Middle management
(d) Supervisory management

6. ....is a process of learning and growth.

(a) Training
(b) Development
(c) Recruitment
(d) Both (a) and (c)

7. Time perspective in training is ___

(a) Short term
(b) Long term
(c) Medium term
(d) Medium or Long term

8. ............leads to optimum use of resources.

(a) Recruitment
(b) Staffing
(c) Development
(d) Training

9. Web publishing is a/an ___ source of recruitment.

(a) External
(b) Internal
(c) Campus
(d) Both (b) and (c)

10. .....is a limitation of internal source of recruitment.

(a) Higher costs
(b) Inbreeding
(c) Lengthy process
(d) Unreliability

11. When Jaskaran Singh applied for the post of Computer teacher in a school in Bhubaneswar, he was asked to prepare a powerpoint presentation on a particular topic during selection procedure. Identify the type of selection test being mentioned in the above lines,

(a) Trade test
(c) Intelligence test
(b) Personality test
(d) Interest test

12. Aruna applied for the post of an art and craft teacher in a reputed school in Delhi. After successfully clearing the tests and the interview, she was offered an employment contract containing the terms and conditions, and the date of joining. Identify the steps in the staffing process being described in the above lines.

(a) Reference and background checking
(b) Selection decision
(c) Job offer
(d) Contract of employment

13. Kundan Lai joined a food processing unit as a factory worker. Since he was expected to work on sophisticated machinery, he was asked to undergo a special training. Identify the training method with reference to above lines.

(a) Vestibule training
(b) Apprenticeship training
(c) Internship training
(d) Induction training

14. This results in higher responsibilities and hike in salary

(a) Transfers
(b) Job rotation
(c) Promotion
(d) None of the above

15. Which of the following is not an internal source of recruitment?

(a) Placement Agencies
(b) Labour Contractor
(c) Promotion
(d) Transfers

16. A test which measures emotions, reactions and maturity of an individual

(a) Intelligence test
(b) Trade test
(c) Personality test
(d) Aptitude test

17. ________ is that process of examining the applicants which ensures that only the most appropriate persons have been appointed.

(a) Recruitment
(b) Selection
(c) Training
(d) Management

18. From which source of recruitment do we get Badli or casual employee?

(a) Direct Recruitment
(b) Casual Callers
(c) Media Advertisement
(d) Employment Exchange

19. Recruitment is a ________ process.

(a) Positive
(b) Negative
(c) Qualitative
(d) Quantitative

20. Sending an inefficient employee to a lower position is called ________ .

(a) Transfer
(b) Promotion
(c) Demotion
(d) Lay off

21. Under which training method, both the technical institutes and the business organisations jointly impart training to their members?

(a) Induction Training
(b) Apprenticeship Training
(c) Vestibule Training
(d) Internship Training

22. Under which method of training, employees are shifted from one job position to another:

(a) Promotion
(b) Transfer
(c) Training
(d) Job Rotation

23. Estimating Manpower Requirement is a

(a) Job of Supervisor
(b) Job of Directors
(c) Workload analysis
(d) Budgetary Technique

24. Which of the following is not concerned with staffing?

(a) Recruitment
(b) Training
(c) Publicity
(d) Selection

25. Face to face conversation between employer and applicant is known as:

(a) Selection
(b) Orientation
(c) Interview
(d) Campus recruitment

Answer:

1. Answer: (d) All managers

Explanation: The staffing function of management pertains to recruitment, selection, training, development, appraisal and remuneration of personnel. It is the duty of every manager to perform this function. The responsibility for the efficient planning and execution of staffing function rests upon every manager at all levels.

2. Answer: (c) Recruitment, selection, placement, training

Explanation:  Manpower Planning, Recruitment, Selection, Placement, Training, Development, Promotion, Transfer, Appraisal and Remuneration. Once the goals are laid down and a suitable organization structure is developed, the next function in the process of management is staffing.

3. Answer: (a) Transfer

Explanation: Transfer implies an adjustment of occupation tasks. It alludes to a lateral or horizontal movement of an employee within a business entity with minimal differences in salary, responsibility or status. It is a process wherein employees are placed into more efficient roles, where they can derive job satisfaction.

4. Answer: (b) Multi-skill development

Explanation: Multi-skilling is defined as the process to train employees in a variety of skills, even crossing the traditional trade-specific or craft-specific skill sets.

5. Answer: (a) Operatives

Explanation: The Vestibule Training is one of the methods of training, where the technical staff, especially those who deal with the tools and machinery, are given the job education training in the workplace other than the main production plant.

6. Answer: (b) Development

Explanation: Development is a process of learning and growth. It is career - oriented. It also ensures the overall growth of an employee.

7. Answer: (a) Short term

Explanation: The time perspective in training is short-term. Time perspective is short-term because during training there is a fixed period for which the training takes place. The training period has to be within a stipulated time frame.

8. Answer: (b) Staffing

Explanation: In staffing, the right person is recruited for the right jobs, therefore it leads to maximum productivity and higher performance. It helps in promoting the optimum utilization of human resource through various aspects. Job satisfaction and morale of the workers increases through the recruitment of the right person.

9. Answer: (a) External

Explanation: Web Publishing: These days internet has become an important medium for recruitment. Special websites have been created for the purpose of recruitment through internet. The applicants get information through them about the vacant posts and required qualifications.

10. Answer: (b) Inbreeding

Explanation: Inbreeding, the mating of individuals or organisms that are closely related through common ancestry, as opposed to outbreeding, which is the mating of unrelated organisms. Linebreeding is a form of inbreeding that involves selection of mates on the basis of their relationships to a certain superior ancestor.

11. Answer: (a) Trade test

Explanation: A trade test is a test used to assess proficiency and skill level of an individual in any number of skilled trades. ... A trade test is an assessment of an individual and whether or not this person has achieved certain levels of knowledge within the context of a specific trade.

12. Answer: (c) Job offer

Explanation: An offer from an employer to give you a job: make (sb) a job offer Under the terms of the Act, an employer can only ask about a candidate's disability after a job offer has been made.

13. Answer: (a) Vestibule training

Explanation: Vestibule Training is a term for near-the-job training, as it offers access to something new (learning). In vestibule training, the workers are trained in a prototype environment on specific jobs in a special part of the plant. It may also be used as a preliminary to on-the job training.

14. Answer: (c) Promotion

Explanation: Promotion is the headway of a representative's position or position in an authoritative ordered progression framework. promotion might be a worker's compensation for great execution, i.e., positive evaluation. Before an organization elevates an employee to a specific position it guarantees that the individual can deal with the additional obligations by screening the representative with meetings and tests and giving them preparation or hands-on experience. Promotion can include headway as far as assignment, pay, and benefits, and in certain associations, the kind of occupation exercises might change an extraordinary arrangement.

15. Answer: (b) Labour Contractor

Explanation: Labour contractors usually keep in touch with the labour in rural areas and villages and whenever vacancy or requirement for labour arises, they arrange the labour at very short notice and charge a commission for their services. Thus it is an external source of recruitment. 

16. Answer: (c) Personality test

Explanation: In this test the emotional ability or the emotional quotient is tested. This test judges the ability to work in a group, inter personal skills, ability to understand and handle conflicts and judge motivation levels.

17. Answer: (b) Selection

Explanation: Employee Selection is the process of interviewing and evaluating the candidates for a specific job and selecting an individual for employment based on certain criteria (qualifications, skills and Experience).

18. Answer: (b) Casual Callers

Explanation: The practice of direct recruitment is followed usually for casual vacancies of the unskilled or semi-skilled jobs. Such workers are known as casual or `badli' workers.

19. Answer: (a) Positive

Explanation: Recruitment is a positive process of searching for prospective employees and stimulating them to apply for the jobs in the organisation. When more persons apply for jobs then there will be a scope for recruiting better persons. It stimulates people to apply for jobs; hence it is a positive process.

20. Answer: (c) Demotion

Explanation: A post can be filled by sending an inefficient employee at some lower-position. It is known as recruitment by demotion. This method of recruitment is meant only for the recruitment of unskilled workers.

21. Answer: (a) Induction Training

Explanation: Under internship training, technical institutions and business organisations jointly impart training to their members. The objective of this training is to strike a balance between theoretical and practical knowledge. Educational institutions impart theoretical knowledge to their students but for practical knowledge they are sent to business organisations. Likewise, employees already working in business organisations are sent to educational institutions from time-to-time to get latest theoretical knowledge. In this way, both kinds of institutions render mutual help to each other.

22. Answer: (d) Job Rotation

Explanation: Job rotation training This kind of training involves shifting the trainee from one department to another or from one job to another.

23. Answer: (c) Workload analysis   

Explanation: Workload analysis means to find out number and type of employees required to perform various jobs designed in organisational structure. The manpower requirement can find out by equating workload analysis to workforce analysis.

24. Answer: (c) Publicity

Explanation: Publicity is the movement of information to the general public from the media.

25. Answer: (c) Interview

Explanation: Face to face conversation between employer and applicant is known as interview.

Filling of jobs internally is cheaper as compared to getting candidates from external sources because only transfer or promotion has to be done. It does not involve the long process of staffing or selection which increases the cost in the form of more time, money and efforts in recruiting.

Staffing is considered to be a key function because it deals with human resource, which is regarded as one of the most valuable resource of any organisation. Once an organisation could place the right man at the right Job, it is easy to plan, organise, coordinate, direct and control the human activities to get the desired results.

It helps in discovering and obtaining competent personnel, ensures the continuous survival and growth, helps to ensure optimum utilisation of resources and improves Job satisfaction as well.

• Although one of the key objectives of staffing is to recruit and select personnel, train and develop them and look after their welfare, there are several other important aspects that staffing looks after.
• Staffing acquires the right employees and makes the best use of them to achieve the business goals.
• Appropriate staff brings dynamism in all the makes all the activities of an organization.
• Other managerial functions like planning, organizing, directing, co-ordinating and controlling are closely related with staffing.
• Moreover, staffing is an expensive process and the expense is in recurring form.
• Thus, staffing is not merely an employee welfare activity.

Promotion is given to a person in an organization whenever any post is vacant or any new position is created based on his work, ability, honesty, skill, loyalty and qualifications.

Waiting list is the list of candidates who had applied in the past but were not appointed in the organization. Such a list is useful for future recruitment.

Correct option is (D) invaluable assets